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How To Be the Kind of Mentor Your Mentee Deserves

September 4, 2017

FORBES article by Carey-Ann Oestreicher

Mentoring is a great way to develop talent within an organization, but research shows it can also have a positive impact on the mentor’s own job satisfaction. I have done a lot of work around leadership development, and to me, few areas are as satisfying as being able to mentor someone to successfully progress in her/his career and life.

A lot of companies have formal mentorship programs, and even for those that don’t, employees can seek out mentors behind the scenes. We all know that mentorship is important, but still, a lot of people don’t seem to be as effective as they could be in this area. So, what does it really take to be an outstanding mentor?

An outstanding mentor knows:

1. To set the rules of engagement at the start of the mentoring relationship: Determine how often you can realistically meet and then commit to keeping those appointments within those timelines. You need to make mentoring this individual(s) a priority if you sign up to be a mentor. Also, talk about the goals of this mentoring relationship. I suggest focusing on only one to three goals to keep the relationship focused.

2. When to give advice and when to sit back and listen: Often people think their role as a mentor is to impart their great wisdom onto someone else. But wait… this is really only half of what is most effective. A great mentor is able to ask the right questions and listen to their mentee to really be able to understand them. Then, you can share how you have dealt with a similar situation in the past. Remember, however, that what worked for you may not work for someone else. Hear them out first and then you can brainstorm ways to address the issue together.

 

To read more, go direct to the Forbes site.

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